Towers Watson Data Services · PDF fileGeneral Industry Compensation Survey Report General Industry Compensation Survey Report ... Towers Watson Data Services’ survey methodology

Towers Watson Data Services

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We Work With

Compensation and Benefits Reports Available for Survey Participants and Non-Participants

2015

Benefits | Risk and Financial Services | Talent and Rewards | Exchange Solutions

2 twdataservices.com

About Towers Watson Data ServicesCompanies continually struggle to attract and retain the right talent — no matter what the economy. While many factors affect employee attraction and retention, compensation is, and will always be, a key driver.

But economic conditions shift year to year and market by market, impacting pay and benefits more quickly than ever before. To keep ahead of these changes, HR professionals must have efficient access to robust data, sophisticated tools and analytics, and deep sector expertise.

Towers Watson’s survey products and consultants can help you manage these increasingly complex pay and benefit program decisions so you can develop competitive compensation plans that attract the talent you need and drive employee engagement and performance.

Our intelligence is fluid and flexible. We compare your competitive position to your comparators’, your pay levels and company car plans across regions. We can level roles for benchmarking across industry sectors and calculate statutory employer costs in a new market, whether you’re looking at manufacturing in North America, energy in the Middle East, pharmaceuticals in Brazil or technology in China. Or all of these.

117countries

General Industry Compensation Survey Reports

• Compensation, HR Policies and Benefits Design Practices

• Peer company and industry cuts

78countries

Company Car Benefits Survey Reports

• Company car, cash allowance • Personal use of cars, fuel • Green initiatives • Tax treatment highlights

60countries

Global 50 Remuneration Planning Report

• Economic, labor law and rewards summaries

• Compensation trends and pay increases Snapshots of employee benefits and perquisites plans

• Salary structures — base salary, variable pay and benefits value by Global Grade

• Regional and country comparisons of net and gross salaries

119countries

Salary Budget Planning Reports

• Economic key data • Salary increase (actual and projected) • Salary review policies • Budget allocation

35countries

Top Management Compensation Report

Positions are analysed at different levels of responsibility and scope measures such as: • Sales/turnover/total assets under management (for financial institutions)

• Headcount • Complexity/diversity of organizations and markets

• Geographical breadth (domestic, international or global breadth)

6countries

Gulf Cooperation Council (GCC) Cash Allowances Survey Report

• Consolidated allowances • Housing allowance • Children’s education allowance • Utilities allowance • Settling-in allowance • Vacation tickets • Transportation allowance • Mobile phone allowance • Other allowances

66countries

Employment Terms and Conditions Reports

• Legislation and market practice information for collective and individual employment relationships throughout their life cycle, from recruitment to termination/resignation

63countries Benefits Profiles

• Distinctive features of the benefits environment

• Key changes in recent years • Statutory/mandatory programs (retirement, death and disability benefits, workers compensation, health benefits, contributions)

• Supplemental programs (retirement, death and disability benefits, health and wellness, other company benefits)

• Financial summary (accounting and reporting, taxation of benefits)

63countries

Global Geographic Salary Differentials Report

• Comparisons of pay differentials for key cities/region vs the national average

77countries

Global Starting Salaries Report

• Starting base salary comparison by qualification and by function

For more information, visit twdataservices.com or call our Customer Services team at +32 2 678 1511. | 3

Table of Contents

About Our Catalog

The products listed in this catalog do not require submission of your data in order to purchase results.

We also conduct additional country/sector specific surveys, bespoke/custom surveys and analyses which typically require submission of your data. You may also join us at our complimentary forums where our local experts share market trends/insights, and latest HR thinking. If you are interested in learning more about participating in one of our surveys or forums please contact your regional Data Services Center.

Global Reach Local Market Expertise 4

Geographic Coverage 5

Our Methodology 6

Output 7

General Industry Compensation Survey Report 8

Company Car Benefits Survey Report 10

Global 50 Remuneration Planning Report 11

Salary Budget Planning Reports 12

Top Management Compensation Report 13

Gulf Cooperation Council (GCC) Cash Allowances Survey Report 14

Employment Terms and Conditions Reports 15

Benefits Profiles 16

Global Geographic Salary Differentials Report and Global Starting Salaries Report 17

Global Data Account Management 18

Towers Watson Offerings 19

Global Reach, Local Market Expertise

Data, Analytics, Insights and Experience From a Market Leader.

Our dedicated teams of consultants and experts understand HR and reward issues as well as the latest business and legislative developments. We partner with you to help you make the right decisions for your organization.

H

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e our m

ajor strengths

“Credibility, market recognition, trust.”

“Simple, consistent methodology that is easy to understand and explain.”

“Innovation, depth of expertise, partnering with clients.”

“Delivers quality data, analyses, trends and insights.”

“In touch with current key issues, provides solutions on a broad Compensation and Benefits range.”

“Breadth of coverage (geography, sector, companies, reward elements).”

“Informative group meetings. No ‘management speak’ just relevant analysis and walkthroughs.”

“User friendly tool.”

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Results will be published assuming sufficient participation. *TW-PECS General Industry Survey for Africa.

Single Country Report Multi-Country Report Albania ● ●Algeria ● ● ● ● ● ● ● ●Angola* ● ●Argentina ● ● ● ● ● ● ● ●Australia ● ● ● ● ● ● ●Austria ● ● ● ● ● ● ● ● ●Azerbaijan ● ● ● ● ●Bahrain ● ● ● ● ● ● ●Bangladesh ● ● ●Belarus ● ● ● ●Belgium ● ● ● ● ● ● ● ● ●Bosnia-Herzegovina ● ● ● ● ●Botswana* ● ●Brazil ● ● ● ● ● ● ● ●Brunei ● ●Bulgaria ● ● ● ● ● ● ● ● ●Cambodia ● ● ●Canada ● ● ● ● ● ● ●Chile ● ● ● ● ● ● ● ●China ● ● ● ● ● ● ● ●Colombia ● ● ● ● ● ●Congo (DRC)* ● ●Costa Rica ● ● ● ● ●Croatia ● ● ● ● ● ● ● ●Cyprus ● ● ● ● ●Czech Republic ● ● ● ● ● ● ● ● ●Denmark ● ● ● ● ● ● ● ● ●Dominican Republic ● ●Ecuador ● ●Egypt ● ● ● ● ● ● ● ● ●El Salvador ● ●Estonia ● ● ● ● ● ● ●Finland ● ● ● ● ● ● ● ● ●France ● ● ● ● ● ● ● ● ●Georgia ● ● ● ● ●Germany ● ● ● ● ● ● ● ● ●Ghana ● ●Greece ● ● ● ● ● ● ● ● ●Guatemala ● ●Honduras ● ●Hong Kong ● ● ● ● ● ● ●Hungary ● ● ● ● ● ● ● ● ●India ● ● ● ● ● ● ● ●Indonesia ● ● ● ● ● ● ● ●Iraq ● ●Ireland ● ● ● ● ● ● ● ● ●Israel ● ● ● ● ● ● ● ● ●Italy ● ● ● ● ● ● ● ● ●Ivory Coast ● ●Japan ● ● ● ● ● ● ● ●Jordan ● ● ● ●Kazakhstan ● ● ● ● ● ● ●Kenya ● ● ● ●Korea ● ● ● ● ● ●Kuwait ● ● ● ● ●Laos ● ●Latvia ● ● ● ● ● ● ● ●Lebanon ● ● ● ●Lesotho* ●Libya ● ●

Sala

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Single Country Report Multi-Country Report Lithuania ● ● ● ● ● ● ● ●Luxembourg ● ● ● ● ● ● ● ●Macedonia ● ● ● ● ●Malawi* ● ●Malaysia ● ● ● ● ● ● ● ●Mali ●Malta ● ●Mauritius* ● ●Mexico ● ● ● ● ● ● ● ●Moldova ● ●Montenegro ● ●Morocco ● ● ● ● ● ●Mozambique* ● ●Myanmar ● ●Namibia* ● ●Netherlands ● ● ● ● ● ● ● ● ●New Zealand ● ● ● ●Nicaragua ● ●Nigeria ● ● ● ● ●Norway ● ● ● ● ● ● ● ● ●Oman ● ● ● ● ● ●Pakistan ● ● ● ●Panama ● ● ●Paraguay ● ●Peru ● ● ● ● ● ●Philippines ● ● ● ● ● ● ● ●Poland ● ● ● ● ● ● ● ● ●Portugal ● ● ● ● ● ● ● ● ●Puerto Rico ● ● ● ● ● ●Qatar ● ● ● ● ● ● ●Romania ● ● ● ● ● ● ● ● ●Russia ● ● ● ● ● ● ● ● ●Saudi Arabia ● ● ● ● ● ● ● ● ● ●Senegal ● ●Serbia ● ● ● ● ● ●Singapore ● ● ● ● ● ● ●Slovakia ● ● ● ● ● ● ● ● ●Slovenia ● ● ● ● ● ● ● ● ●South Africa ● ● ● ● ● ● ● ● ●South Korea ● ●Spain ● ● ● ● ● ● ● ● ●Sri Lanka ● ● ●Swaziland* ●Sweden ● ● ● ● ● ● ● ● ●Switzerland ● ● ● ● ● ● ● ● ●Taiwan ● ● ● ● ● ● ● ●Tanzania* ● ●Thailand ● ● ● ● ● ● ● ●Tunisia ● ● ● ● ● ●Turkey ● ● ● ● ● ● ● ● ●Uganda* ● ●Ukraine ● ● ● ● ● ● ● ● ●United Arab Emirates ● ● ● ● ● ● ● ● ● ●United Kingdom ● ● ● ● ● ● ● ● ●United States ● ● ● ● ● ● ●Uruguay ● ●Venezuela ● ● ● ● ● ●Vietnam ● ● ● ● ● ● ● ●Zambia* ● ●Zimbabwe* ● ●

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Reports Cover More Than 115 Countries Globally and All Industry Sectors

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Our Consistent Approach Facilitates Analyses Across Countries and Regions

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Our Methodology Robust Results, Global Consistency

Towers Watson Data Services’ survey methodology builds on our collective experience in serving clients for more than 60 years. Our approach provides a consistent process for mapping jobs to external market data and integrates executive benchmarks, career levels and global grades.

Executive jobs: A benchmark approachThe benchmark approach to executive jobs integrates benchmark summaries with critical scoping measures, such as reporting level, board membership, revenue and geographic responsibility. In regions outside North America, executive leveling through global grades and company scoping measures is used to analyze data from different-sized organizations.

A leveling approach: The integrated leveling approach replaces traditional benchmark jobs with career levels, global grades and functions/disciplines.

The career-level design is underpinned by global grades and provides a simple solution for the following:

• Creating linkages among the market, how people are paid and how they progress within an organization

• Improving the matching process for diverse and unique jobs

• Capturing more data per level and functions • Consistently viewing market data across functions and countries

Global grades: The underpinning for the overall leveling methodology. Global grades measure the relative internal values of jobs in an organization and align them to quantifiable differences in market pay. In the context of survey job matching, global grades validate job matches and ensure consistent results across geographic areas and lines of business.

Technical Support (4 Career Levels)

Business Support (4 Career Levels)

Production/Operation (4 Career Levels)

Professional Career Band (6 Career Levels)

Customer/Client Management and Sales Professionals (6 Career Levels)

Global Grades 1 – 25

Executive Career Band (11 Global Grades)

Supervisory/Management Career Band (5 Career Levels)

Integrated leveling methodologyaligns career levels and

global grades.

Align your internal structure to the survey career levels, global grades, functions (job families) and disciplines.

Our job-matching process is more flexible than traditional methods and easy to implement, understand and manage.

Match your organization’s jobs to functions and disciplines.

Align your internal structure to the survey career levels and global grades.

Your Internal Structure

Sample Functions Accounting Human Resources

Sample disciplines (areas of specialization within each function)

Accounts Payable/Receivable

Payroll

Stockholder Services

Compensation and Benefits

Benefits

International/Expatriate


Our Methodology Robust Results, Global Consistency

• Create peer groups based on company name or characteristics such as sector and/or geographic location.

• Preview your data sample to determine if sufficient cases exist to produce meaningful results.

• Combine jobs to mirror your own internal job classifications, or when data samples are limited.

• Copy your customized peer groups, computational parameters and combinations across countries and years.

• Select preferred percentiles. • Show your company’s competitive position relative to all companies, or unique peer group of companies.

• Optionally apply a best match algorithm to allow comparison of your company’s data to the closest market equivalent when insufficient data is available for an exact match.

• View, download and print reports. • Export data in a variety of formats. • Age data. • Customize currencies displayed.

Compensation

• Comprehensive coverage of a host of benefits topics including retirement, healthcare, death and disability, and wellness.

• Detailed information to support benefits specialists with plan benchmarking and design needs.

• Flexible reporting options to satisfy all needs, whether it is high level practice prevalence in the general market place or specific benefit design considerations amongst a peer group.

Benefits Design Practices

• Provides granular salary increase budget practices. • Supports review and design needs including company car plans, variable pay (sales and non-sales), allowances and perquisites and pay philosophy/positioning.

• Complements reward information with additional information regarding typical local HR practices including training and development, working hours, overtime and attraction and retention, thus providing you a well-rounded understanding of local HR environments.

HR Policies and Practices

Our reports provide answers to your questions and needs, whether it’s comparing your competitive position to your competitors’, or pay levels across countries, designing company car plans for thousands of employees, leveling roles for benchmarking, or calculating statutory employer costs or those of starting HR operations in a new market.

91%

30%

100%

51%

61%

60%

85%

69%

85%

37%

22%

75%

67%

81%

30%

75%

63%

82%

49%

61

20

67

34

41

40

57

46

57

25

15

50

45

54

20

50

42

55

33

DC Retirement Plan

DB Retirement Plan

Private Medical Insurance

Dental

Optical

Medical check-up

Employee Assistance Plan

Wellness Program

Group Life

AD&D

Critical Illness

Disability

Business Travel Accident

Company Car/Transportation

Loan Program

Childcare

Meal bene�ts

Tuition

Flexible Bene�ts

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

67

PrevalenceNumber of companies

Total participants

DC Retirement Plan

DB Retirement Plan

Private Medical Insurance

Dental

Optical

Medical check-up

Employee Assistance Plan

Wellness Program

Group Life

AD&D

Critical Illness

Disability

Business Travel Accident

Company Car/Transportation

Loan Program

Childcare

Meal bene�ts

Tuition

Flexible Bene�ts

91%

30%

100%

51%

61%

60%85%

69%

85%

37%

22%

75%

67%

81%

30%75%

63%

82%

49%

0% 20% 40% 60% 80% 100%

Prevalence of benefitsSummary

TRAINING/PROFESSIONAL DEVELOPMENTTraining/professional development policy

Policy for training/professional development or continuing education

All costs covered, including payment for missed working timeAll costs covered, excluding payment for missed working timeNo costs covered and no payment for missed working time

• Formally established

• Discretionary (on a case by case basis)

• Combination of both

62.1

27.7

10.3

%reporting

86.7

%reporting

82.915.0

2.1

%reporting

78.3

69.274.547.1

Type of policy:

Coverage of costs

Contribution to development/education activities

% contributingContribution covers

• MBA/University Education

• Professional quali�cation (ACCA, CPA, CFA, or CIMA)

• Other type of education

No of Companies responding: 234

No of Companies responding: 263

Training Professional Development

United Kingdom

CSD000 Direct Sales Generalist/MultidisciplineCSD000-S3-11

Pay Data

Valued Bene�ts

Years in ServiceTotal Incumbents SupervisedAnnual Revenues (millions)

Sample Data

Base SalaryTotal Fixed Cash Allowances (excluding Car)Total Guaranteed Compensation

Target Total Variable PayTarget Total Variable Pay % of BaseTarget Total Compensation

Actual Total Variable PayActual Total Variable Pay % of BaseActual Total Compensation

10th 25th Median 75th 90th


Companies: 75 | Incumbents: 1097


2-

29

3-

84

6-

254

11-

1 495

17-

1 495

41 706-

41 706

47 223-

47 223

56 375-

56 375

66 398-

66 398

76 378-

76 378

6 68812.00%56 046

11 68320.00%61 317

17 32032.84%73 818

25 53542.69%87 149

35 06066.67%

102 302

5 3369.08%

54 000

10 42415.75%59 400

15 37932.36%71 630

25 35745.00%86 000

33 49466.67%

100 311

33 1407 000

36 0007 000

36 9008 160

50 9119 660

55 00013 200

Car List PriceCar/Cash Allowance

General Industry Compensation Survey Report — Germany

Flexible and Insightful Reports and Analyses

Delivered Online Via CompSource


New for 2015 BangladeshLaosSri Lanka

General Industry Compensation Survey Report

Capturing data from executive through support levels across more than 40 industry sectors, our General Industry Compensation Survey Reports provide access to the latest compensation, HR Policies and Benefits Design Practices data and insights into valuable trends that enable you to keep up with the evolving markets of more than 115 countries globally.

Industry Coverage • Automotive • Chemical • Energy • Fast Moving Consumer Goods • Financial Services • High Tech • Media • Pharmaceutical and Health Sciences • Retail

Operation Types • Marketing and Sales • Shared Service Center • Manufacturing • Research and Development • Distribution • Consulting and Services • Technical Support

JobsExecutive through to support level

MethodologyCareer Bands/Levels + Global Grades grouped by job Functions + Disciplines (areas of specialization)

Data Effective DateApril 2015

Our Surveys Capture:

At a Glance

CompensationPosition Information: • Employee location • Geographic responsibility

Salary Information: • Base pay • Guaranteed bonus • Allowances • Variable pay (actual and target) • Long-term incentives

HR Policies and Practices • Salary review practices • Compensation • Starting salaries • Variable pay • Company cars • Guaranteed payments, cash allowances and perquisites

• Education and training • Working hours • Business travel and relocation • Attraction, retention and termination • Length of service awards • Sales force policies

Benefits Design PracticesRetirement: • DB, DC or hybrid schemes

Healthcare: • Medical, dental and vision

Wellness: • Medical check up • Employee Assistance Program

Risk Benefits Plans: • Death, accident, disability • Critical illness

Paid Time OffMeal BenefitsFlexible Benefits

Available From

September

Output

Data displayed are for illustrative purposes only. Report formats and pay elements may vary by survey and country to reflect unique local practices.

CSD000 Direct Sales Generalist/MultidisciplineCSD000-S3-11

Pay Data

Valued Bene�ts

Years in ServiceTotal Incumbents SupervisedAnnual Revenues (millions)

Sample Data

Base SalaryTotal Fixed Cash Allowances (excluding Car)Total Guaranteed Compensation

Target Total Variable PayTarget Total Variable Pay % of BaseTarget Total Compensation

Actual Total Variable PayActual Total Variable Pay % of BaseActual Total Compensation



Companies: 75 | Incumbents: 1097


2-

29

3-

84

6-

254

11-

1 495

17-

1 495

41 706-

41 706

47 223-

47 223

56 375-

56 375

66 398-

66 398

76 378-

76 378

6 68812.00%56 046

11 68320.00%61 317

17 32032.84%73 818

25 53542.69%87 149

35 06066.67%

102 302

5 3369.08%

54 000

10 42415.75%59 400

15 37932.36%71 630

25 35745.00%86 000

33 49466.67%

100 311

33 1407 000

36 0007 000

36 9008 160

50 9119 660

55 00013 200

Car List PriceCar/Cash Allowance

General Industry Compensation Survey Report — Germany


General Industry Compensation Survey Report

Account Management

Accounting

Administrative Services

Audit and Financial/Business

Controls

Bid Management

Business Operations Analysis

Channel Sales

Client Service Delivery Management

Commodity Trading

Corporate Affairs/Communications

Credit and Collections

Customer Support/Operations

Direct Sales

Engineering

Environmental Health and Safety

Finance

Financial Analysis and Tax

General Management and

Administration

Human Resources

Information Technology

IT Administration

IT Development

Large Deal Acquisition Sales

Legal

Legal Support

Manual/Unskilled Labor

Manufacturing/Operations

Marketing

Modeling, Forecasting and Economic

Analysis

Outsourced/Contract Manufacturing

Product Development

Product Development Support

Profit Center Management

Project/Program Management

Quality Assurance Methods

Real Estate and Facilities

Research and Development

Research Science

Research Science Support

Risk Management

Sales

Sales and Marketing

Sales Support and Administration

Security

Strategic Planning/Corporate

Development

Supply Chain and Logistics

Technical Customer Support

Technical Sales Support

Technical Specialty/Skilled Trade

Telesales

Top Executive

Transportation Services

and Administration

Automotive SupplementAccount Management

Channel Sales

Customer Support/Operations

Sales Support and Administration

Technical Customer Support

Technical Sales Support

Technical Specialty/Skilled Trade

General Industry Compensation Survey Report — Functions


Company Car Benefits Survey Reports

Covering 76 countries world-wide, the Company Car Benefits Survey Reports provide practical and competitive information for establishing and administering an effective company car policy, allowing organizations to attract and retain key talent, minimize costs to the company, manage a tax-effective policy and be seen as an environmentally friendly employer.

Report Content • Trends regarding car/cash allowances and company car alternatives

• Tax treatments highlights • Trade-up and trade-down policies • Coverage of fuel costs • Policy related to part-time employees • Garage/parking arrangements • Use of personal cars on business • Accessories and other features • Purchase and lease/rent costs • Financing methods • Replacement periods • Contribution for private use • Chauffeur services • Environmentally friendly initiatives • Highway toll and congestion charges • Armored cars • And much more

Pay Data • Actual car makes and models provided • Actual cash allowances amounts • Eligibility for company car or car/ cash allowance

• Purchase amounts • Leasing/rental amounts – including and excluding maintenance

• Typical benchmark car make and model • Car purchase bonus


MethodologyCareer bands/levels and global grades with jobs grouped by job Functions and Disciplines (areas of specialization)

Data Effective DateOctober 2014

At a Glance

Available Now

Output


CSD000 | M3 - 14 Companies: 133 | Incumbents: 665

Avg 25th Median 75th 90thValued Benefits

Annual Car/Cash Allowance Amount (including fuel) 7 588 7 060 7 680 8 500 9 000

Eligibility Prevalence Data

Car Prevalence - Car Benefit Type

#Cos

8

#Cases

30

10th

6 000Annual Car/Cash Allowance Amount (excluding fuel) 6 194 5 558 6 060 7 140 8 25020 101 4 543Full Purchase Value (incl. VAT and Typical Local Taxes) 26 466 25 780 26 910 30 000 30 00014 63 18 744Monthly Leasing Value (excl. VAT & fuel) 585 550 600 630 ...4 9 ...Monthly Rental Charge (excl. VAT & fuel) - including maintenance 490 450 464 520 65019 93 435 Monthly Rental Charge (excl. VAT & fuel) - excluding maintenance ... ... ... ... ...... ... ...

Car Benefits - Cost to the Company ... ... ... ... ...... ... ...

Car Prevalence - Top 3 Make/Model Car Eligibility Criteria (% reporting)

Car Allowance BMW 320 48.8% Job need/requirementCar BMW 320d 51.2% Job StatusCar or Allowance BMW 520d TouringNo Benefit9.7%

31.5%

32.3% 26.5%

Company Car Benefits — United Kingdom


Company Car Benefits Survey Reports Global 50 Remuneration Planning Report

Covering 60 countries globally this report is designed for busy multinationals who need reliable and consistent compensation, benefits and economic information in a user-friendly and consistent format.

Report ContentDesigned consistently for an easy comparison between jobs across countries each country level report typically includes: • Compensation trends including salary increases, variable pay and equity share participation

• Statutory and occupational employee benefits and perquisites

• Public holidays and annual leave • Economic growth, inflation, key highlights within the employment and reward environment

• Snapshot of the relative wealth or purchasing power of employees by region and country

• Base and variable pay practices based on the Towers Watson Global Grading System (GGS)

• Regional and country comparisons on net and gross salaries

• Ability to convert data to a single currency

Job Families • Administration • Engineering • Finance • General Management • Human Resources • Information Technology • Logistics and Purchasing • Manufacturing • Marketing • Research and Development • Sales


Methodology • Total rewards practices based on the Towers Watson Global Grading System

Data Effective DateJuly 2015

At a Glance

Available in October-November

(in EURO – EUR – per annum)

Sample Country Global Salary Structure — Belgium

(in EURO – EUR – per annum)

Incentives for Sales Jobs — Belgium*

(in USD per annum)

Median Net Base Salary Comparison by Region and Country*

Median Relative Buying Power Comparison by Region and Country


Output


Salary Budget Planning Reports

Output


Country 1 (PSI 2.5% CPI 2.3%)

Country 2 (PSI 6% CPI 4.1%)


Country 4 (PSI 7.2% CPI 4.4%)Country 5 (PSI 4% CPI 2.7%)






Country 11 (PSI 2% CPI -0.3%)




Country 15 (PSI 4.25% CPI 3%)




2015 Inflation (CPI %)2015 Projected Salary Increase (PSI %)

Per cent increase 0.0 2.0 4.0 6.0 8.0 10.0 12.0 14.0 16.0

Projected salary budget increases reported by country with the local inflation rate comparison

Designed to help companies develop effective compensation and salary budget allocation plans, our annual regional and global reports summarize salary movement and review practices in more than 115 countries around the world. Results delivered in PDF format only.

Global report includes: • Salary movement in comparison with key economic indicators

• Actual and projected salary movement by employee group

Regions included: North America, Latin America, Asia Pacific and Europe, Middle East and Africa.

Employee Groups • Executive • Senior Management • Middle Management • Professionals • Technical/Business support • Production/Operation

Data Effective DateJune 2015

At a Glance

Report ContentRegional reports include*: • Salary movement in comparison with key economic indicators

• Actual and projected salary movement by employee group, all industry and select industry sectors**

• Salary review status and allocation of salary budget increase to high performers by country across all industries and for select industry sectors**

• Graphic overview of results

*Results may vary by regions **Sector results may vary per region depending on data samples

Available in August


Top Management Compensation Report

Based on the responses of more than 7,200 organizations across 35 countries the Top Management Compensation Report contains detailed information on gross and net total cash compensation, typical allowances and perquisites, and long-term incentive plan prevalence, together with an analysis of current trends in remuneration practices, making this report your guide to planning competitive reward packages for executives.

• Marketing • Retailing • Customer Support/Operations • Legal • Risk Management • Finance • Human Resources • Information Technology • Research and Development • Engineering • Manufacturing/Operations • Quality Assurance Methods • Supply Chain Management

JobsExecutive

MethodologyCareer Bands/Levels + Global Grades grouped by job Functions + Disciplines (areas of specialization)

Data Effective DateJanuary 2015

At a Glance

Report Content • Base salary • Total guaranteed compensation • Total cash compensation (Western, Central and Eastern and South Eastern Europe)/Total rewards (Middle East and Africa)

• Salary review practices • Cost-of-living movements • Sales incentives • Bonus plans • Long-term incentives • Occupational retirement, death, disability, and health care benefits

• Allowances and perquisites • Net income calculations after deductions of taxes and social security charges

• And much more

Sample of Functions Covered: • Top Executive • Profit Center Management • Project/Program Management • Sales

Available Now

Positions are analysed at different levels of responsibility and scope measures such as:

• Sales/turnover/total assets under management (for financial institutions)

• Headcount • Complexity/diversity of organizations and markets

• Geographical breadth (domestic, international or global breadth)

Output


Top Management Survey Report — Ireland


Gulf Cooperation Council (GCC)

Cash Allowances Survey Report

Report Content • Consolidated allowances • Housing allowance • Children’s education allowance • Utilities allowance • Settling-in allowance • Vacation tickets • Transportation allowance • Mobile phone allowance • Other allowances

Employee Categories • General Management • Executives • Middle Management • Professionals • Technicians and Business • Manual Workers

Pay Data • Prevalence • Eligibility • Values and Policies • Forecast for 2015


The Gulf Cooperation Council (GCC) Cash Allowances Survey Report thoroughly analyzes industry practices from local and multinational companies in six countries with city-specific data for nine major cities across the Gulf region. This is a valuable tool for determining eligibility and values for the most common allowances.

At a Glance Available

Now

Output

When all costs are not covered (82.9% of companies), organizations will design their housing allowance policy to cover around 77.5% of the estimated accommodation costs of their employees. Typically additional rental costs are to be burden by employees rather than paid by companies. However reimbursement of agent’s commission is covered by almost two companies out of ten.

When reviewing the existing policy for housing allowance or when setting up the policy, companies will consider market practice (via compensation surveys) rather than searching the actual market for accommodations.

% reporting 91.4% 60.0% 31.4% 5.7%

CRITERIA TAKEN INTO CONSIDERATION TO SET THE VALUE OF HOUSING ALLOWANCE

Number of companies responding 35

Market practice Market accommodation cost General cost-of living index Other

Published: GCC Allowance Survey Report


COMPANIES PROVIDING ASSISTANCE WITH CHILDREN’S EDUCATION FEES

Of the responding companies (39), 89.7% indicated that they provide an allowance to some or all employees in order to cover the cost of their children’s school fees. The provision of an allowance for assistance with the education fees of the employees’ child or children is an attractive and prevalent allowance across the GCC, especially common among executives.

Number of companies responding

39

% providing

89.7%

COMPANIES REPORTING CHILDREN’S EDUCATION ALLOWANCE PROVISION BY LOCATION

Bahrain — Manama Kuwait — Kuwait City Oman — Muscat Qatar — Doha Saudi Arabia — Al Khobar Saudi Arabia — Jeddah Saudi Arabia — Riyadh United Arab Emirates — Abu Dhabi United Arab Emirates — Dubai

12 13 11 19 12 15 25 19 28

Companies providing assistance with children’s education fees

Number of companies responding

Published: GCC Allowance Survey Report


COMPANIES PROVIDING ASSISTANCE WITH CHILDREN’S EDUCATION FEES

Employment Terms and Conditions Reports

At a Glance

Report Content • Start of employment: employment contract requirements, trial periods, recruitment issues

• Active employment: compensation and its components, working hours, holidays and annual leave, equal opportunity, and training requirements

• Social affairs and industrial relations: collective bargaining, labor unions, works councils, and industrial action

• End of employment: types of termination, notice and severance requirements, organizational changes, and collective dismissals

The Employment Terms and Conditions Reports provide you with detailed insights into employer obligations covering the full employment life cycle and the main legislation in 66 countries.

Reports may be purchased on an individual country, regional or global basis.

Data Effective Date Calendar year 2015

Reports are Updated

Throughout the Year


Output

Overview

There is no fully integrated labor code in Country ABC; instead, employment and industrial relations are regulated by various laws. The Employment Act (EA) is the baseline for employment terms and conditions.

The Act covers all employees (regardless of nationality) under contract of service with an employer except for those in managerial positions.

Part IV of the Act provides for rest days, hours of work and other conditions of service and it applies only to:

� Workmen with basic monthly salary of up to CUR 4,500; and

� Employees (non-workmen) with basic monthly salary of up to CUR 2,500 (increased from CUR 2,000 as of April 1).

Effective April 1 professionals, junior managers and executives (PMEs) with basic monthly salary of up to CUR 4,500 are covered by general provisions of the EA, including sick leave bene�ts and protection against unfair dismissal. Previously, only salary protection was accorded to them; Part IV provisions still do not apply.

Start of Employment — Contract of Employment

Overview

The salary to be paid is subject to negotiation between an employer and an employee or the trade union. Country ABC has no minimum wage law. Wages are determined by market forces.

Most companies consider it good labor relations to follow the recommendations of the tripartile National Wages Council. The body advises on general wage guidelines, increases and adjustments based on Country ABC’s economic performance.

Salary deductions are allowed up to 50% of an employee’s monthly salary for reasons stated in the Act, such as to meet the cost of meals, house accommodation, CPF contributions, income tax payments, loans and others. Effective April 1, a sub-cap of 25% will be inposed for deductions related to accommodation, amenities and services bene�ts offered to the employee.

Minimum Wage

There is no statutory minimum wage. There is ongoing debate on the establishment of a minimum wage, but in the most recent parliamentary consideration of the issue, the general consensus was that the introduction of a minimum wage would not be the appropriate solution to protect low-income workers. Instead the government considers programs such as the Workforce Income Supplement Scheme as being more effective in protecting low-wage workers.

Active Employment — Pay

Under certain circumstances, weekly or daily hours may deviate from the standard workday or workweek set out, as follows:

� Employees and employers may agree to vary daily work time provided work hours do not exceed nine hours per day or 44 hours per week.

� Employees and employers may agree to vary work hours over a two-week period provided work hours do not exceed 48 hours per week or 88 hours over two weeks.

� Employees on the regular shift may exceed the statutory limits on daily and weekly work hours, provided work hours do not exceed 12 hours per day and an average of 44 hours per week over a three-week period.

Employees may be required to work more than 12 hours per day only under exceptional circumstances. Shift workers are not allowed to work more than 12 hours a day under any circumstances.

Night Work

Legal Provisions

The hours of night work are not statutorily de ned.

Compensation

There is no statutory entitlement to additional pay for working at night. Pay premiums, if any, are provided at the employer’s discretion or by collective agreement.

Flexible Working Arrangements


Statutory Programs

Mandatory Programs

Statutory programs are setup and operated by the Government with all employers required to comply, typically through payroll deductions.

The Central Provident Fund (CPF) is a compulsory social security savings scheme to which both employers and employees contribute. Apart from providing retirement, death and disability bene�ts, the CPF allows withdrawal to help fund housing loans, education and medical expenses.

There is no separate social security coverage for death and disability. CPF Ordinary, Special, Medisave and Retirement savings accounts are used to provide survivors’ bene�ts to members’ nominees at the event of death or disability. Otherwise, such bene�ts are transferred to the Public Trustee for distribution according to the law.

CPF LIFE was launched in 2009 to provide an additional monthly annuity for life to elderly workers with an option for transferring part of the bene�t to their dependents.

Mandatory Programs are required to be implemented by Companies. They are not managed by the Government but typically by providers selected by the company.

Under the Re-employment Act, it is unlawful to dismiss an employee on the grounds of age for any employee below age 62 (or the prescribed minimum retirement age). Effective January 1 employees who are assessed by their employer as having a satisfactory work performance and as being medically �t to continue working.

Statutory/Mandatory Programs — Overview

At a Glance

Report Content • Retirement, survivors’ and disability benefits • Health care, cash sickness and workers’ compensation benefits

• Maternity and parental leave benefits • Unemployment and family allowances • Employer and employee costs including standard social security contribution

Benefit Profiles provide you with an overview of statutory benefit requirements as well as common key company practices in 63 markets around the world, and update you on new and upcoming legislation which impacts employers’ benefit obligations and costs. Reports are

Updated Throughout

the Year

Benefits Profiles

Reports may be purchased on an individual country, regional or global basis.

Data Effective Date Calendar year 2015


Output

Overview

Reforms

The social security system (CPF) does not provide additional mandatory cash sickness/short-term or long-term disability bene�ts.

Cash sickness/Short term disability is covered by labor legislation.

CPF members have access to voluntary long-term disability plans. Long-term disability plans are offered by three insurers appointed by the government: Aviva Ltd., Great Eastern Life Assurance Co. Ltd. and NTUC Income Insurance Cooperative Ltd.

There are no recent reforms.

Eligibility Cash Sickness/Short-term Disability

The Employment Act requires employers to provide with a cash sickness/short-term disability bene�t to Country ABC employees, covered under the Act, with three or more months of service.

Long-term Disability

The following alternative plans are available for CPF members.

� Dependents’ Protection Scheme (DPS), which is the same as under death benefts;

� ElderShield and ElderShield Supplement, which is an affordable severe disability insurance scheme that provides insurance coverage to elderly people who require long-term care.

Overview

Reforms

The CPF Medisave account is used to pay for personal or family member’s hospitalization expenses, subject to speci�c withdrawal limits to ensure adequate savings.

Members can also take supplemental (MediShield) and/or Private Medical Insurance Scheme (PMIS).

There are no recent reforms.

Eligibility All CPF members and their dependents are covered by Medisave Scheme.

Medishield

Members can be covered up to age 90.

Benefit Coverage Medisave Scheme

Medisave covers various expenses such as:

� Daily ward charges;

� Doctor’s charges;

� Surgical operations, including the use of operating theaters; and

� Inpatient charges for medical treatment, investigations, medicines, rehabilitative services, medical supplies, and implants and prostheses introduced during surgery.

Statutory/Mandatory Programs — Disability Benefits

Statutory/Mandatory Programs — Health Benefits



and Global Starting Salaries Report


This report provides you with insights into market pay dynamics through salary differentials among key cities/regions domestically relative to the national average in 63 countries. It helps to meet the growth and expansion goals of your organization by understanding local country or city pay and rationalizing salary difference in relocating your employees.

Report Content • Based on average annual base pay • City/region comparison with national average • Extensive geographic coverage in the United States with regions, sub-regions, states, core-based statistical and combined statistical areas

Employee Categories • Business Unit Head/Country Manager • Executive • Middle Management and Senior Professional • Supervisory and Professional • Technical and Business Support • Production and Manual Workers

JobsExecutive though to support level

At a Glance

Available Now


This report helps you to identify the appropriate starting salaries among varying levels of education and different business functions across 77 countries.

Report Content • Based on base pay of graduate starting salaries • Comparing starting salary for six education levels, by 11 key Functions

Education Levels • High School/Secondary School • Post-High School Business/Technical Training • University • Master (excluding M.B.A.) • Master of Business Administration (M.B.A.) • Doctorate (Ph.D.)

Functions • Accounting and Finance • Administrative Services • Customer Service/Technical Support • Engineering • Human Resources • Information Technology • Legal • Manufacturing • Marketing • Sales/Business Development • Supply Chain, Logistics and Procurement


At a Glance

Output



Executive — Top Executive and Profit Center ManagementCentre: Madrid and area 1.02Catalunia: Barcelona, Tarragona, Lerida and Girona 0.97Basque Country: San Sebastian, Bilbao and Vitoria 0.94Navarra 0.81Andalucia: Almeria, Cadiz, Cordoba, Granada, Juelva, Jaen, Sevilla, Malaga 0.83Valencia Community and Baleares Islands 0.91Rest of the Country 0.95

Catalunia24%

Basque Country2%

Navarra1%

Andalucia5%

Valencia Community and Baleares Islands6%

Rest of the Country10%

Centre52%

Spain — Job Differentials by Career Level per Region


Minimum Maximium P10 P25 P50 P75 P90 Average P10 P25 P50 P75 P90 Average

Country Level Function Currency 10th 25th Median 75th 90th Average 10th 25th Median 75th 90th Average

Country A Undergraduate Degree

Administrative Services USD 1 800 2 000 2 200 2 500 3 277 2 315 2 000 2 306 2 500 2 950 3 540 2 657


Customer Service/Technical Support USD 1 795 2 000 2 250 2 850 3 139 2 370 2 000 2 250 2 600 3 114 3 660 2 720

Country A Undergraduate Degree Engineering USD 1 760 1 900 2 323 2 925 3 493 2 421 2 170 2 456 2 550 3 252 3 910 2 769

Country A Undergraduate Degree Human Resources USD 1 800 2 000 2 323 2 800 3 176 2 399 2 260 2 450 2 600 3 118 3 885 2 813


Information Technology USD 1 800 2 000 2 400 2 850 3 213 2 431 2 160 2 400 2 600 3 258 3 920 2 859

Country A Undergraduate Degree Legal USD 1 800 2 000 2 323 2 500 3 467 2 397 2 270 2 381 2 550 3 500 4 065 2 846

Country A Undergraduate Degree Manufacturing USD 1 705 1 825 2 287 2 488 3 222 2 308 1 880 2 300 2 600 3 100 3 555 2 642

NEW


Global Data Account Management — Experience and Expertise in Multinational Compensation Needs Towers Watson Data Services has a seasoned team of Global Data Account Managers to address the unique compensation and benefit needs of multinational organizations and to provide these organizations with the tools necessary to centralize current and future survey participation and purchasing activities.

Global reach, local expertise

Towers Watson Data Services, recognized as the premier provider of compensation, benefits and employment practices information to the global employer community, conducts surveys in more than 110 countries around the world. The results of these surveys translate into robust, fact-filled databases that offer clients sound, defensible pay and benefit data to use when creating competitive rewards programs.

Centralized survey administration

Your dedicated Towers Watson Data Services account manager will meet with you to select and finalize your unique list of global surveys based on your organization’s specific needs. After you make your selection, your account manager will provide you with a comprehensive pricing proposal available in one-, two- or three-year agreements. The global data discount will be determined by the agreement length, total annual price and number of country surveys cited in the agreement. Unless otherwise indicated all survey results will be delivered via our online data delivery vehicle.

Support staff

Clients can access regional and local support from any of our international offices for assistance in completing questionnaires or addressing location-specific data questions. We also have technical support staff who can answer questions related to your online global data delivery vehicle.

Contact us today

Take advantage of all that Towers Watson Data Services’ Global Data Account Management team has to offer your organization. Contact your account manager or our Customer Services team at T +32 2 678 1511.

Towers Watson Offers

Integrated Solutions That Cover:

Communication and Change Management

We combine expertise in change management,organizational effectiveness and communicationto drive employee engagement and help alignbehavior with business results.

Data Services

Your global centre of excellence forcompensation, benefits and employmentpractices information.

Employee Surveys

We design and administer employee surveys,and apply benchmark data and advancedanalytics, to develop practical insights aboutimproving employee engagement, shapinga high-performance culture and achievingoptimal return on talent investments.

Executive Compensation

Our global expertise and experience, coupledwith our proprietary data and leading-edgeanalytical tools, can help you make sounddecisions about how and how much to payyour senior executives.

HR and Talent Management Technology

We deliver a truly integrated talentmanagement approach: best-in-classtechnology combined with proven talentmanagement strategy and design.

HR Function Effectiveness

We help accelerate your transition to ahigh-performance HR function – one thatadds measurable value to both the top andbottom line.

Mergers and Acquisitions

We help you identify the issues, assets,liabilities, risks and opportunities surroundingculture, change management, communication,compensation and benefits during a mergeror acquisition.

Rewards

We provide the data, tools, strategy, designand execution support essential to ensureyour pay and other reward programs arecost effective and deliver the behaviorand performance you need.

Sales Effectiveness and Rewards

We collaborate with you to drive profitablegrowth – designing incentive plans,increasing productivity and identifyingtraits of top sales performers.

Talent Management andOrganization Alignment

We help you develop integrated programsand processes to engage and develop leadersand employees, and align their behaviorswith the critical drivers of business performance for your organization.

Copyright © 2015 Towers Watson. All rights reserved.TW-EU-2015-44097. August 2015.

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About Towers WatsonTowers Watson is a leading global professional services company that helps organizations improve performance through effective people, risk and financial management. With 16,000 associates around the world, we offer consulting, technology and solutions in the areas of benefits, talent management, rewards, and risk and capital management. Learn more at towerswatson.com.

Towers Watson Data ServicesTowers Watson Data Services is a leading provider of compensation, benefits and employment practices information to the global employer community. Our databases are recognized worldwide as a premier source of current data for compensation planning.

Towers Watson Data Services Serenitas Building A Avenue E. Van Nieuwenhuyse 2 1160 Brussels, Belgium T +32 2 678 1511 F +32 2 675 3601 [email protected] www.twdataservices.com

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Regional Contact Information

Asia Pacific Latin AmericaManila

Email: [email protected]

Phone: +63 2 902 0777

Fax: +63 2 902 0700

Singapore


Phone: +65 6880 5688

Fax: +65 6880 5699

Miami


Phone: +1 866 824 5815 (toll free)

+1 954 767 1345 (outside the U.S.)

Fax: +1 954 430 0345

Europe, Middle East and Africa North AmericaBrussels


Phone: +32 2 678 15 11

Fax: +32 2 675 36 01

London


Phone: +44 20 7170 2999

Fax: +44 20 7170 2222

Canada


Phone: +1 877 550 4402 (toll free)

+1 416 960 2700 (outside Canada)

Fax: +1 416 960 7093

United States


Phone: +1 800 645 5771 (toll free)

Phone: +1 914 289 3200 (outside the U.S. and Canada)

Fax: +1 914 289 3201

Documents

Towers Watson Data Services · PDF fileGeneral Industry Compensation Survey Report General Industry Compensation Survey Report ... Towers Watson Data Services’ survey methodology